The business world is evolving in a direction where the resume isn't always necessary, and certainly not the best method a company has for evaluating a potential hire.

Absolutely no one enjoys making a résumé. It's a painful time-suck to come up with the best language with which to sell yourself, not to mention choose the best fonts and get bullets and indents properly aligned. Fortunately, the business world is evolving in a direction where the résumé isn't always necessary, and certainly not the best method a company has for evaluating a potential hire. That's according to Carisa Miklusak, co-founder and CEO of Tilr, a skill-based technology that automates recruitment. Here are her words on why the résumé is dead.

1. Résumé​s are static.

The résumé is often outdated the moment it hits the paper (or screen). Experience is continual and people gain new skills and enhance current abilities quickly. Résumés also lack context. They offer a snippet of historic information but do not provide the reader ways to learn more about the candidate, specific experience they've gained, or the companies they've worked for in the past.

2. Search technology is broken.

When used to apply for a job online, traditional search technology--which focuses on titles and keywords--is flawed. It insists that the titles and keywords on the résumé match those in the job posting to result in a connection. In other words, it requires millions of diverse candidates and employers to describe skills in the exact same way. This creates a fictional skill gap leaving an increased number of candidates unanswered and companies falsely believing there is a lack of talent.

3. Skills are the core building block of today's talent landscape.

The traditional work force is quickly evolving, and many workers are choosing to work in nontraditional ways, across multiple industries, utilizing and learning diverse skill sets. Past titles and industries are no longer as critical as direct abilities, which are the most valuable currency in today's landscape.

4. Résumés invite unintentional bias.

Résumés require the reader to interpret a number of factors about a candidate, inviting unintentional bias. For example, it is human nature to avoid calling someone if they have a name you can't pronounce. Also, hiring managers tend to identify with and prefer people who have like interests.

5. Much of the work force doesn't have a résumé.

Résumés also screen out a portion of the work force. Many people with valuable skills have not been taught how to write a résumé or game the system with keywords to ensure that their résumés are seen by hiring managers. The inability to write a résumé should not prohibit a company from benefiting from candidates who could otherwise fill a needed role. A focus on skills erases this barrier to hiring the right talent.